Head of HR PMO

JLL•Chicago, IL

1d•$162,000 - $195,000•Onsite

About The Position

The Head of HR PMO owns the planning, governance, reporting, delivery and adoption of HR priority projects. The role partners with HR leadership to turn priorities into projects and manages the HR portfolio on behalf of the HR executive team. It leads a team of project and change managers while also personally managing a small number of the portfolio’s most important, transformational or complex projects. The position establishes portfolio governance and reporting standards, maintains an inventory of projects and dependencies, oversees business cases and financial reporting, and connects HR priorities with enterprise transformation work. It also leads strategic planning and prioritization, oversees HR transformation delivery across technology, data and process, manages team capacity and development, and sets change and adoption approaches across HR workstreams.

Requirements

Track record in project and program management, including leadership of complex, multi-workstream transformation.
Recent hands-on experience managing projects while also leading a team.
Experience managing and leading a high-performing team.
Ability to translate complex requirements into clear, actionable plans that people can follow and leaders can approve.
Experience designing and running portfolio or program governance, including steering committees, decision cadences and executive reporting.
Ability to turn complex, multi-project data into clear reports for senior leaders.
Experience in strategic planning and prioritization, including setting direction and sequencing work across competing demands.
Proven leadership and people-management experience, including direct management of a team.
Confidence working with senior leaders, presenting clearly, negotiating priorities and constructively holding one's ground.
Good financial acumen for budget planning and project business cases.
Comfort with technology-led projects.

Nice To Haves

Background in HR, people operations or shared services.
Experience with HR systems such as Workday and with payroll or benefits transformation.
Experience working across global organizations in a matrix and regional setup.

Responsibilities

Design, run and refresh governance for the HR transformation portfolio, with clear project ownership, decision forums and escalation routes.
Facilitate HR portfolio steering committees, identify interdependencies, and prepare reports for HR executives.
Set the annual portfolio governance model and project standards, including charters, plans, milestones, and risk and issue logs.
Maintain a portfolio-wide project inventory covering scope, ownership, status, dependencies, funding and technology tools.
Identify project conflicts and overlaps early and bring recommendations to appropriate leaders.
Produce regular portfolio status reports covering progress, risks, decisions needed and upcoming milestones.
Own business cases for HR transformational projects, including status reporting and financial benefits and costs.
Escalate delivery, budget or timeline risks promptly and recommend actions.
Provide HR leaders and the enterprise transformation office with a coordinated view of HR priorities for enterprise reporting.
Partner with HR leaders on strategic planning, prioritization, resourcing, annual roadmaps and multiyear transformation planning.
Pressure-test business cases and recommend where to focus time and investment.
Connect HR programs with enterprise transformation work and bring relevant stakeholders together.
Translate complex portfolio requirements into actionable plans with clear scope, owners, milestones and next steps.
Personally manage selected high-priority or complex projects from scoping through go-live and handover, including plans, budgets, risks, dependencies and stakeholders.
Provide senior project support when delivery is at risk, during critical go-lives or when stakeholder engagement is needed.
Coordinate with technology, finance, talent acquisition and business partners to sequence work, manage dependencies and meet go-live dates.
Ensure each project has a transition plan that transfers ownership from the project team to the business.
Lead, coach and develop project and change managers by setting objectives, providing feedback and supporting their skills and careers.
Oversee projects across HR technology, data and process and advise the team on project delivery.
Plan capacity and allocate people across projects according to HR priorities, balancing personal project work with team leadership.
Hire and onboard new team members as the team grows.
Set the change approach across HR workstreams, including stakeholder mapping, communications, training and readiness.
Use feedback forums to assess what is working and improve delivery.
Communicate the reasons for HR change and what it means to affected people.